Published: Fri, November 10, 2017
Finance | By Loren Pratt

#OutOfOffice: How women are marking Equal Pay Day

#OutOfOffice: How women are marking Equal Pay Day

The full-time pay gap in the United Kingdom is 14.1% and if you factor in part-time work, the vast majority of which is done by women, it leaps to a shocking 18.4%.

It said that because the gap was widest for older women, it meant the United Kingdom was actually "going backwards" in its pay parity efforts.

The IEA also pointed out that its study shows that in Northern Ireland women are better paid by 3.4 per cent compared to men.

Women's Equality Party leader Sophie Walker says her party is urging women to set their autoreplies to help people "join the dots".

'Equal pay is both a cause and outcome of gender inequality and it creates the context for other inequalities, such as violence against women and girls and unequal access to health, ' the WEP adds.

BBC news correspondent Orla Guerin wrote: "When I started full-time work, in 1985, never occurred to me that I or any female colleague might be paid a penny less that a man for the same work".


Britain has the fifth highest gender pay gap in Europe, and, according to the Fawcett Society, it will take more than 100 years to close: an increase of 38 years on 2016's estimate. At this rate, it will take 62 years to close - meaning that women starting in the world of work today, will never see pay equality.

"The pay gap is widest for older women as it grows over our working lives but we are now seeing a widening of the pay gap for younger women too".

"This is a bigger issue than simply looking at the pay gap", she said.

"Discrimination and sexual harassment can be hidden and more common than they think". Nearly a third (32%) of women who work part-time earn less than the £10,000 qualifying earnings threshold and are missing out on valuable employer contributions.

'The work women do, the industries they work in, and the caring responsibilities they generally shoulder are not valued by our society - not enough to pay them a fair wage.

But Ms Smethers says they should go further: "We need companies to commit to an action plan and to chart a course for closing that pay gap in their own organisations". "These are the cause and effects of women's inequality", she adds.

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